Having a job is the most vital financial security. And if anything bad happens to it then that situation can become extremely taxing and stressful. If you believe that you have been treated unlawfully or unfairly at the workplace, then the first thing you must do is to look for a Studio City employment lawyer. You must know that you have been protected under California and federal law if you have been a victim of harassment or unlawful termination or discrimination at the workplace.

Once you decide to hire a Studio City employment lawyer, you should know that the one whom you will hire will represent you in the court of law and should be liable enough who can settle your case fairly. Therefore, you must know what all questions you should ask before hiring an employment lawyer. But, don’t you worry as here are the top five questions that you can ask that will help you make the right decision.

#1  Do you specifically practice employment law?

You will find lawyers who take up every case that comes to them. But since your issue is only related to your employment, you should find a lawyer who specializes in employment law. The logic is simple if you are having a throat infection you prefer going to an Ear and Throat specialist and not to a heart surgeon. The same logic goes here. A specialized lawyer would know all the employment law in detail and has the experience in understanding and knowing all the nuances of the law.

#2  How are you going to charge?

We all know how expensive the court matter can get with time. Therefore, when you are hiring an employment lawyer, you should ask about the charges that the lawyer is going to take from you. Ask clearly if the lawyer is going to charge you hourly or by a flat fee and how much it is going to be. Make sure to get an itemized receipt of all the charges so that you will know where and how the money is being spent.

#3  How long will my case take?

When you shortlist a few lawyers, you talk to them over a phone call or have a physical one-on-one meeting to make some decisions. During that meeting, you give an outline of your case, and thus, you can ask the lawyer about how much time your case might take. Cases related to employment take months and sometimes years as well and if the allegations are serious then you should know what are going to be the repercussions. And in such a situation, the case might go to trial which means more money to be spent. An experienced employment lawyer should be able to tell you about the estimated time to be taken for your case.

#4  What is going to be the communication process?

Every employment lawyer has a different way of communication. Some will tell you to communicate via email and a line will always be open directly to the lawyer in case of emergencies. Many of the lawyers also charge for the communication that takes place apart from the scheduled ones. Therefore, do ask if your messages, emails, and calls are going to be charged or not. Also, ask about the timings when your lawyer will not be available for communication.

#5  What are the preferred options for my case?

Depending upon the severity of your case, an experienced employment lawyer should be able to tell you about the various options that you might opt for your case. Whether your case should go to trial or just the negotiation will do all the settlement, a lawyer should be able to tell you after analyzing the case. Also, if you feel that your case should go to trial, then talk clearly with the lawyer and know about the implications.

When you are looking for a Studio City employment lawyer, you should be searching for an experienced and qualified lawyer who can represent you efficiently in the case and should be able to tell you all the rights and wrongs of the case. Hiring an attorney might seem easy but look for an attorney whom your can trust and believe.

Recruiting top talents for your organization without using technical skills screening tools is hard. But you are not alone. According to a survey, around 9 out of 10 HR professionals find it challenging to recruit technical talent, with over a third find it “extremely challenging”.Recruiting top talents for your organization without using technical skills screening tools is hard. But you are not alone. According to a survey, around 9 out of 10 HR professionals find it challenging to recruit technical talent, with over a third find it “extremely challenging”.

Now the question is why hiring technical candidates is so difficult?

Well, that is because the inability to quantify a candidate’s on-the-job potential.

On average, a typical corporate job gets around 250 resumes. Add to that, a combination of intense competition and talent shortage, as recruiters often quickly poach the best talent.

Time plays a key role here. Hene, to instantly scour the best from a vast pool, recruiters often skim through cover letters. And that’s the biggest mistake they make.

This is because recruiters review resumes matching the closest candidate-job description to the needed qualification, connected with a selected few for the interview, go with their instincts and recruit someone. And as a result they often end up hiring a wrong or genetic candidate.

The inability to and instantaneously and holistically evaluate a candidate’s skills  prohibit businesses from recruiting the most talented candidates.

To minimize such difficulties, speed up the time-to-hire and improve decision-making, you must eliminate the pre-interview inefficiencies.

You have to zero in on the right candidate before you even start the interview process. You have to identify if the candidate is the right fit to fulfill the r requirements, by charting a precise filtration process at the very beginning stage.

By having a good talent evaluation process in the initial stage you can ensure successful hiring.

For example, implementing a coding test. You should also optimize recruitment by garnering deep insights to make sure there are no additional biases in the process. This would help you save significant time and cost and also promote integrity.

And you can do all these by opting for the right technical skills screening tools. Let’s understand in detail how such tools can help and why you should start using them.

Bolsters the Quality of Hiring

Technical skills screening tools can help evaluate candidates quickly. The process is short and such tools offer foolproof performance overview and potential based analysis to help evaluate what the applicants know – not who they are.

This allows to identify and find the technical talents right fit for an organization faster, thereby improving the quality of hire.

Cut Down Bias

Recruitment managers often do not have in-depth knowledge of development. So, with limited technical knowledge, often they end up selecting candidates based on their favorable interaction or peer approval. This prohibits companies from identifying and recruiting the best candidate for the job.

But, technical skills assessment tool shortlists and assess candidates fairly and without any unconscious prejudice.

Evidence-based Hiring

Technical skills screening tools help make data-driven recruitment decisions. Such tools assess or observe and grade candidates on various factors. These observations backed by real evidence prove to be more effective at determining success.

Such tools strongly assess the hiring manager’s decision and reduce assumption or intuition based selection.

Saves Resources

It’s a no-brainer that screening, interviewing, and decision making are critically important to hire the right talent. But the problem is they are long and tedious processes. Add to that the resources wasted if you end up hiring wrong candidates.

Technical skills screening tools diminishes the strain on various resources by expediting the filtering and recruiting process.

Such tools can assess candidates at scale and eliminate unfit candidates easily. And the recruiting managers will eventually be left with the bet from which to choose.

Improves Retention Rate

Hiring the top talents is a challenge. But the biggest challenge is even retaining them. They will always have a host of opportunities at their disposal. Many times recruiters miss out recognizing this or take it too lightly and this leads to high attrition rates.

Technical skills screening tools help access a candidate’s comprehensive profile. With detailed insights and scores, recruiting managers hire not only the best but also those worth training. This makes the retention rate shoot up.So have you ever used any technical skills screening tools? Do you have any questions? Please feel free to leave your comments below.

There are laws set up to forestall recruiting discrimination on a few grounds. Discrimination is generally viewed as any bias against an individual dependent on race or nationality, the nation of root or citizenship, sex/sex character, sexual direction, age, criminal record, marital status, incapacity, or family status. Accordingly, endeavors identified with business enlistment, including position ads and meetings, should be liberated from unfair language and practices. You might need to address a work lawyer on the off chance that you believe you have encountered employment discrimination attorney in Hollywood.

Know Your Rights

In case you’re encountering work environment discrimination or counter for restricting it, you don’t need to endure peacefully. There are numerous government, state, and nearby laws that secure your privileges.

What is Workplace Discrimination and Harassment?

Different government and state laws secure representatives who have been victimized based on various qualities. These incorporate sex/sex, age, race, shading, public cause, inability, pregnancy, caregiving obligations, sexual direction, and political alliance. Few out of every odd work environment difficulty ascends to the legitimate meaning of discrimination. Yet, these laws cover a wide assortment of activities that a business may take for unlawful reasons, including the inability to hire, inability to advance, failure to shield from progressing and known badgering by colleagues or managers, and end. Coming up next are a few types of discrimination that are unlawful under state or potentially government law:

Sexual orientation Discrimination: Sexual orientation discrimination is illicit, and there are government, state, and nearby laws intended to secure you. These laws deny racism dependent on sex regarding all terms and conditions of their work, including, however, not restricted to: recruiting, remuneration, advancement, treatment at the position, end. They likewise keep managers from settling on work choices dependent on generalizations or suspicions about the capacities, characteristics, or execution ability of individual representatives dependent on sexual orientation. Government, state, and neighborhood laws additionally forbid counter against workers who go against sex discrimination.

Race Discrimination: Government, state, and neighborhood laws disallow a business from oppressing a worker dependent on race. These laws shield representatives from being dealt with less well, getting less work or limited time openings, end and the sky is the limit from there—including permitting a worker to be exposed to extreme or unavoidable badgering—in light of race.

Public Origin Discrimination: Work environment discrimination because of the public root is illegal. The Civil Rights Act of 1964, just as specific state and nearby laws, make it illicit for a business to victimize a worker due to their public source. These laws shield representatives from being dealt with less well, getting less work or limited time openings, end and that’s just the beginning—including permitting a worker to be exposed to extreme or unavoidable badgering—given public cause.

Age Discrimination: The Age Discrimination in Employment Act (ADEA) restricts the abuse of laborers over the age of 40 due to their age. This incorporates all parts of the business, including employing, advancements, preparing, compensation, work tasks, and end. Working environment age discrimination likewise includes provocation dependent on the age that establishes an unfriendly or hostile workplace.

Disabilities Discrimination: The Americans with Disabilities Act (ADA) and state and nearby laws disallow discrimination based on business rehearses’ incapacity. A business may not victimize a certified individual with a handicap due to that representative’s inability, nor may the company deny the worker a sensible work environment convenience that would permit the worker to play out their work.

Notwithstanding the securities against direct discrimination, many state and government laws ensure representatives who go against oppressive conditions at work and face counter for their activities. Unlawful reprisal can incorporate refusal to hire, downgrade, move to bothersome occupation obligations, or end a worker who has recorded a charge of discrimination inside the organization or the Equal Employment Opportunity Commission (EEOC) or has partaken in the examination of racism.